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Labor Practices
(Labor Standards, Labor Environment and Related Matters)
Labor-Management Relations
Timee, Inc. places great importance on employment stability for its employees. By adapting to changes in the business environment through appropriate talent allocation and skills development, the company strives to ensure continuous employment opportunities. Furthermore, when unavoidable and significant measures affecting employment must be taken, the company complies with labor-related laws and regulations, provides sufficient explanations to the affected employees, and carries out necessary procedures appropriately, responding fairly and in good faith.
Currently, no labor union has been formed. However, when creating or amending employment regulations, the company follows legal procedures in accordance with the content. Specifically, as a general rule, the company provides thorough explanations to all employees. Following this, the company solicits opinions from representatives of the majority of employees at each workplace before revising regulations, reflecting these changes in the employment regulations or labor-management agreements concluded between the company and the employee representatives.
Working Hours Management
Timee, Inc. respects the health and well-being of its employees and promotes the avoidance and reduction of excessive and long working hours. In its employment regulations, the company sets the standard working hours at 8 hours per day and 40 hours per week in principle, while introducing a flextime system. To prevent excessive hours, regardless of the working style, the company sets and manages maximum working hours to ensure overtime does not exceed 45 hours per month.
Advanced Attendance Management
Timee, Inc. has introduced a mechanism where the attendance management system detects potential excessive overtime for employees (including contract employees) and sends alert emails to both the manager and the employee. Following the alert, the manager adjusts workloads and reviews working hours. Additionally, when overtime does occur, the company pays the appropriate premium wages in accordance with internal regulations.
Fair Compensation
Timee, Inc.'s compensation system not only exceeds the minimum wage but also guarantees a living wage that allows employees to work with peace of mind, and is designed to be competitive enough to secure top talent. Furthermore, the company provides a unified compensation structure for the same qualifications and job levels, regardless of gender.
Compensation System Linked to Performance and Values
Timee, Inc. utilizes a dual-axis approach: a "Performance (Ability) Evaluation" based on expected roles, and a "Value Evaluation" based on the embodiment of the company's core values, designing a human resources system tailored to the characteristics of each job category.
For example, for sales and corporate roles, the company combines a base salary, systematic bonuses (variable compensation), and special incentives. By linking employee compensation to evaluations, the company has built a system that appropriately rewards employees for their contributions.
[Overview of the Evaluation System]
The goals of each organization are formulated in alignment with the company's business plan. Individual goals are then set in alignment with the organization's goals and strategies, taking into account the individual's expected role. After goals are set, employees execute their duties while holding 1-on-1 meetings with their managers at least once a month to work towards achievement, and compensation is determined through retrospective feedback interviews.
Employee Stock Ownership Plan
The Timee Group has introduced an Employee Stock Purchase Plan (ESPP) to enhance employees' awareness of management participation and their desire to contribute to medium- to long-term corporate value enhancement. Upon joining the ESPP, employees can purchase the company's stock by contributing a voluntary amount from their salary, starting from a small sum (1,000 JPY/month). Additionally, employees participating in the ESPP receive a 10% company incentive on their contributions.
Achieving Work-Life Balance
Centered around the "Work Style Committee (WS Committee)," Timee, Inc. promotes the creation of a foundation that enables a diverse workforce to fully realize their potential. By alleviating anxieties and barriers associated with life-stage changes, encouraging the use of paid leave, and expanding flexible working arrangements, the company creates an environment where everyone can thrive and work with high motivation in their own unique way.
Work Style Committee (WS Committee)
The WS Committee is an internal committee directly under executive management, established to create an environment where every individual can achieve results, take on challenges, and exert influence through a work style that suits them. It continuously creates mechanisms to support working with full dedication by proactively resolving vague anxieties and barriers to work, such as changes in life stages.
* For specific initiatives, please refer to "The Foundation for Discontinuous Growth: A Culture of Leveraging Strengths and Elevating Each Other."
Promoting Flexible Work Styles
Timee, Inc. promotes flexible working arrangements tailored to individual lifestyles and life stages.
Remote Work
Employees (including contract employees) can work remotely at a frequency in accordance with their department's rules, and commuting expenses are provided based on the number of days they commute to the office.
Flextime / Shift System
The company establishes optimal working styles by introducing flextime or shift systems tailored to each department and the nature of the work.
Work Style System (Short Working Hours, etc.)
Through a system designed to support employees who wish to choose flexible working arrangements based on personal circumstances such as childcare or nursing care, it is possible to opt for short working hours, change the number of office commuting days, or shorten core hours.
Side Jobs
To support diverse career development and self-actualization outside the company, the company permits side jobs under certain conditions.
Diverse Leave Systems
In addition to basic holidays such as a complete two-day workweek (Saturdays, Sundays, and public holidays) and 120 days off per year, Timee, Inc. has established unique initiatives and systems.
Recommended Paid Leave Days
Employees (including contract employees) can take paid leave in half-day increments. The company designates "Recommended Paid Leave Days" throughout the year, selecting days with relatively low business impact, such as the Obon holiday period and the year-end/New Year holidays, to create an environment where employees can take leave with peace of mind. Furthermore, the status of leave taken is monitored and followed up on by each department and individual.
Relax Leave
In addition to regular paid leave, the company has introduced "Relax Leave," granting 5 days upon joining and another 5 days each year thereafter. This encourages planned rest and supports employee refreshment.
Special Paid Leave for Spouse/Partner's Childbirth
Employees whose spouse or partner gives birth are granted 5 days of leave, separate from childcare leave, which can be used during the one-month period before and after childbirth.
Health and Well-being
Timee, Inc. believes that an environment where every employee can work with physical and mental health is the foundation for the continuous growth of the enterprise. The company comprehensively promotes measures to maintain and improve employee health and well-being.
Health Promotion Initiatives
Club Activity Support
To help maintain physical and mental health through hobbies and internal socializing, Timee, Inc. has a system that subsidizes costs depending on the activities.
Employee Surveys
Timee, Inc. undertakes various initiatives to heighten employee engagement. Specifically, it conducts an annual engagement survey to assess "Resonance with the Vision," "Resonance with the Mission," "Ease of Consulting with Managers," and "Ease of Consulting with Colleagues," and links these insights to improvements in HR policies.
* Please refer here for the data from this survey.